INTRODUCTION Richard Hackman & Greg Oldham has development a model which specifically addresses job design. The model relates to job characteristics to psychological states and personal and work outcome. It can be used to predict whether positive work and personal outcomes can be achieve from a job as it exists or with redesign. This model diagnoses and design jobs to fit employees. When applying this model to retain the employee in the IT industry, its strengths are immediately apparent.
This brings us to those who are tasked with implementing industrial and organizational psychology, the psychologist (Zedeck 35). There work is a gruesome one because it involves more than understanding the workers, but also their psychological needs. Having all those, helps the psychologist in determining if the worker needs counseling or they are ok with it. To better understand this concept, industrial and organizational psychology is split into two that is industrial psychology and organizational psychology. Industrial psychology focuses on the individuals and their relationship with the workplace like job analysis, safety, training, performances and other related functions.
There are several theories that were invented as theories that analysis the prevalence of employee and job satisfaction. Since well employee satisfaction is influenced by being satisfied in the workplace, the theories should cover both concepts in order to elaborate more on both concepts. The following are some of the theories invented to elaborate the relationship between both concepts and they are as follows: Affective Event Theory According to Thompson and Phua (2001), cited by Ali, Edwin and Tirimba (2015: 419) the affective event theory was developed by Psychologist Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences
According to Boudreau and colleagues, a model of efficiency metric will measures the cost of work-life balance programs to determine the return on investment (ROI). While that is an indicator of how work-life balance programs affect the capacity and actions of employees in targeted talent pools, the other type of measurement concentrates on the real impact of work-life balance programs on organisational performance by measuring the value added to the organisation by a work-life balance program (Bardoel et al. 2008, p. 243). There are several key factors to be considered in measuring ROI of WLB programs, such as audience, culture, designing the data collection process, integrating findings and making projections and identifying the company’s primary goals. Recommended by Lockwood (2003, p. 6-7), the best five keys areas to consider in term of performance measurement are employee time saved; employee retention; increased motivation and productivity; absenteeism; and decreased health care costs and stress-related illnesses.
Written assignment unit 7. The concept of motivation at the workplace has been subjected to many researches. Scholars and even managers have come out with a good number of theories on this topic, one of these theories is job enrichment/job design which proposes tools such as job rotation, job enlargement and job enrichment as means to motivate workers. The case study we are going to analyse throughout this paper, is about the abovementioned theory, our analysis will be guided by the following questions: How are the principles of goal setting applied in this case? How are the principles of job enrichment applied in this case?
(2015) also explains that performance appraisal is concerned with an continuous process where behaviour and outcomes is measured and evaluated with the focus on the workplace. He also mentions that looking at employee performance we can see employee performance as the quantity of the work employees produce, how long employees take to perform certain tasks, how they cooperate at work and how is the presence of workers in the workplace. It is also stated by Wärnich et al. that Appraisals are mainly used for the purpose of administrative activities which can be seen as decisions about salaries, promotions and demotions and it is also stated that performance appraisals can be divided into two main objectives and can be explained as
Unit 9: Staffing and Human Resource Management 9.1 INTRODUCTION Human resource management (HRM or simply HR) is a function in an organization that is designed to maximize an employee’s performance in accordance with an employer 's strategic objectives, policies, and system. HR departments and units typically undertake a number of activities such as recruiting manpower, training and development of employees, performance appraisal, and rewarding - managing pay and benefit systems. Additionally, the department deals with industrial relations such as balancing organisational practices that require collective bargaining and government laws. During the early 20th century, the researchers were known to document the various ways to create effective business value through their strategic management of workforce. This resulted in the human relations movement or what is now called the Human Resource (HR).
1.0 Introduction This assignment is written with the purpose of an in-depth research on the challenges that are faced by managers in managing quality and performance at the workplace. The topic will focus on the use of quality and performance management as a means to improve the outcomes and quality of a firm in the market place. 2.0 Literature Review 2.1 Quality According to Merriam Webster dictionary, quality is defined as a characteristic or feature that a person or a thing has. The characteristic may be noticed as a high level of value or excellence. In terms of business, McMahon (2012) described quality control as a process that firms look for to guarantee that product quality is improved and manufacturing mistakes are reduced.
Hilmi, 2013). 2.3.6 FACILITIES A facility is one of the factors that give impact to the productivity of employee in the workplace. According to The British Institute of Facilities Management, facilities management is define as the 'The procedures that maintain and develop an association's services to help and enhance the effectiveness of its primary exercises.' Key areas incorporate cleaning, health and safety, warming and ventilation and additionally broad office management. It is an integrated management of the workplace to improve the performance of the organization.
Explain what is meant by a management system Management Systems are systematic frameworks designed to manage an organization's policies, procedures and processes and promote continual improvement within which will achieve the organization’s goals. The industrial relations management system consists of employee relations and human resource management which is required to carry out functions in the industrial relations field. The concept of a system is applied in the perception that industrial relations is based upon the terms and conditions of employment and that trade unions play a dominant role in the industrial relations system. In the field of industrial relations there are factors of labor administration, which deals with relationships among employers, employees, unions and the environment that is made up of political, social and legal factors. When there are grievances, human resource management and Industrial Relations overlap each other because the HRM deals with human resources, whereas dispute settlement and collective relations falls within industrial relations.